Cipd Recording Essay

Organisations need to collect tuition in order to comply with regulations such as minimum wage, work time directive, health and safety and still health and safety. 2) Keeping training and performance records on employees enables management to quantify individual productivity and performance and aloneows them to help the employee reach there bounteous potential and in turn increase productivity. dickens Types Of info imperturbable and How Each Supports HR Practices 1) Statutory Records Such as tax, national policy contributions, sickness and SSP, hours worked and accident book. These types of records ensure that the HR department complies with all regulatory requirements 2) Organisational Records Such as recruitment and Selection records, absence, staff turnover records, cultivation and development records.These types of records argon essential for the HR department and allows them to monitor staffing levels and evoke when necessary, monitor staff sickness to ensure pro ductivity is not existence affected and also to if there is anything the organization can do to castrate down on sickness levels and records to ensure that staff are maintaining a high level of efficiency through learning and development activities. Two Methods of storing records and proceedss of each Manual System Filing Cabinet Files are easily accessible and doesnt require a computer to be morose on.Manual system cannot be affected by loss of might or hackers cannot access a manual filing system from otherwise computer Computerised System The benefits of a computerised filing system are numerous, and complicate reduced costs to the company, benefits to the environment, increased ease of sorting, finding, and moving documents. Another benefit is that it allows the office to operate in a smaller environment, because a huge deal of space is not required for storing documents in a base filing system. Two Essential Items of UK Legislation relating to Recording and Storing HR entropy Data protection Act 1998The Data certificate Act 1998 applies to most(prenominal) personnel records, whether held in paper or computerised format. Under the Data bulwark Act, data moldiness not be kept any prolonged than is necessary for a particular purpose. Computerised systems are covered by the law, as are legitimate manual systems to be covered, manual systems must be organised into a relevant filing system. Subject to certain exceptions as detailed in Schedule 7 of the Data Protection Act, employees fall in the right to access their records and the employer is under an obligation to ensure that the data is accurate.Before releasing such data to a third party, the employer must seek the permission of the individual concerned. The Information Commissioner has issued an Employment Practices Data Protection Code in four parts Part 1 Recruitment and selection Part 2 Employment records Part 3 monitor at work Part 4 Information about workers health. In the even t that employment contracts/accident record books and other personnel records are needed for the purpose of a legal action, the riginals must be make available if possibleor the employer must explain what happened to the original documents indorse up by what is known as a statement of faithfulness.When employers really no longer need to keep certain data, remainder must take place securely and effectively, for example by shredding. license of Information Act (2000) NI The Freedom Of Information Act gives race the right to ask any public body for information they have on any subject you choose. Also, unless theres a right(a) reason, the organisation must provide the information within 20 working days.You can also ask for all the personal information it holds on you. The act applies to all public authorities including government departments and the Northern Ireland forum local authorities health trusts, hospitals and doctors surgeries schools, colleges and universities pub licly funded museums the police many other non-departmental public bodies, committees and advisory bodies Any person can make a request for information under the Act there is no restrictions on your age, nationality, or where you live.You can ask for any information at all but some information might be withheld to protect mingled interests which are allowed for by the Act. If this is the case, the public authority must tell you wherefore they have withheld information. If you ask for information about yourself, then your request exit be handled under the Data Protection Act if you ask for information about other people (third parties), the Freedom of Information Act go out apply. However, disclosure of personal information which would breach anyone elses rights under the Data Protection Act is not permitted.